NAME :

NURUL
SYIFA
BINTI ZULKIFLI
STUDENT ID : 20156840254
TITLE : THE RECRUITING AND TRAINING CHALLENGES IN MALAYSIA
INSTURCTOR NAME : MR.JIM JOHNSON
DUE DATE : 13MAY2016

#ADDITIONAL INFORMATION

Figure 1 Statistic of unemployment 2010-2014 in Malaysia

Table 1.3.2 : Labour Force, Employment by Sector (MSIC 2008) and Unemployment, 2010 - 2014, Malaysia
('000)
YE TO EMPLOYMENT BY SECTOR1
AR TA
L
Year
A
B
C
D
E
F
G
H
I
J
K
L
M N
O
P
Q
20 11, 1,6 57. 2,1 55. 66. 1,0 1,8 55 85 17 32 58. 28 35 78 77 2
10 89 14. 2
08. 5
7
82. 87. 4.7 6.7 8.9 3.4 5
5.6 9.2 7.7 9.3 .0
9.5 9
5
7
8
201 12, 1,4 76. 2,2 51. 70. 1,1 1,9 60 94 20 31 61. 32 44 74 78 3
1
28 10. 0
22. 6
8
33. 99. 5.2 2.2 7.6 7.6 2
9.0 8.9 9.0 5.0 .5
4.4 0
3
6
5
20 12, 1,6 80. 2,2 62. 80. 1,1 2,1 62 95 20 32 69. 30 53 69 78 4
12 72 01. 6
27. 1
4
63. 16. 4.0 7.0 9.2 2.9 0
7.8 0.9 7.6 6.2 .8
3.2 7
9
7
0
20 13, 1,6 87. 2,2 61. 82. 1,2 2,2 62 1,0 19 31 72. 30 55 76 81 4
13 21 82. 1
14. 0
9
44. 20. 1.6 16. 1.3 9.2 4
7.0 9.2 4.2 7.4 .9
0.0 1
8
1
2
1
20 13, 1,6 84. 2,2 65. 79. 1,2 2,2 59 1,1 211 32 79. 32 63 74 87 5
14 53 59. 3
66. 2
6
26. 75. 3.3 12. .5
9.5 7
8.4 6.0 4.8 3.5 .6
2.1 8
0
4
4
4
Note:
Industry is classified according to the "Malaysia Standard Industrial Classification (MSIC) 2008". Catego
industry are as follows:
L Agriculture, forestry and fishing
A Real estate activities
B Mining and quarrying
M Professional, scientific and technical activi
C Manufacturing
C Administrative and support service activitie
D Electricity, gas, steam and air conditioning supply
O Public administration and defence; compuls
security
E Water supply; sewerage, waste management and
P Education
remediation
activities
F Building
Q Health and human resources activities and
As we can see in the Figure 1 , the total number of unemployment has been increased
from year 2010 until 2014 . Every year the number keep on increasing even in the every
sector of industry . If we think logically , there are several reason why the unemployment
rate is rising. This also can be related to the recruiting challenges that facing by all
industry and company in Malaysia .
Generally, the problems related to the management Human resources is a challenge to the
practice of recruiting workers.Many research in Malaysia shown that the practice will
become more critical because even the firms have successfully recruit the quality

workers, they will eventually leave the organization later . Any errors that occur in the
recruitment of employees can result in increased management cost, the productivity will
decreased and maybe the organization/s operation as well as the employee morale to be
disrupted low. However , because of the global changes , advanced in technological
changes has directly influenced the recruitment of employees .

Recruiting Challenges in Malaysia :

First of all , lets briefly explain what is the definition of Recruitment. Recruitment means
the process of finding and hiring the best-qualified candidate (from within or outside of
an organization) for a job opening, in a timely and cost effective manner. The recruitment
process includes analyzing the requirements of a job, attracting employees to that
job, screening and selecting applicants, hiring, and integrating the new employee to the
organization.
1.The cost of recruiting an employees .
The cost including acquisition costs of advertising posts, Interview process, interview
places and every effort that is taken by the organization until the election of workers is
finished and done .
The cost of simply finding the right person to hire can be hefty. There are potentially high
costs in the process of recruiting alone: advertisement, time cost of internal recruiter, time
cost of recruiter's assistant in reviewing resumes and performing other recruitment-related
tasks, time cost of the person conducting the interviews, drugs screens and background
checks, and various pre-employment assessment tests.
Not every new hire will demand the entire process, but even an $8/hour employee can
end up costing a company around $3,500 in turnover costs, both direct and indirect.
For example , in Malaysia , the most famous airlines company is Air Asia airlines.
Because of the high cost for recruiting a new worker , Air Asia tries to keep the cost low.
Basically they more on internal recruit because it is low cost compare to external
recruiting which is demand high cost .They keep their cost low by recruiting only
numbers of workers needed and selecting only capable and hard workers, so each worker
will have works to do and the company does not have to pay workers who do not work
efficiently. The company also gives multiple task to some of the employees, for
example Air Asia does not hire cleaners to clean used planes that stop in airports. Instead,
the stewardess or stewards of the planes have to clean the used plane.So, other than
saving another amount of money, it also can make maximum use of the human resources
available. It is good if the company can cut down cost that is not necessary and use it in

other thing to continuously develop and survive as well as the economic is competitive
and the currency some while is low.
2.Finding the right candidates (the number of people who apply for the vacancies)
In my thinking , nowadays there are a lot of fresh graduates that seek for job. Even the
older also sometimes want to find a better job than their current job since they have
experiences that can be one of their advantages . And the demand for the job is higher as
well as the job is not enough to cover all the candidates . When the company advertise the
one vacancy in their company,there will be a lot of people who are sometimes are skill ,
medium skill , and maybe too skill and good enough for that position willing to come for
the recruiting process.When there are too much of candidates that come for the interview
and recruitment, the percentage of the company to choose the wrong right candidates is
high. The process will goes all whole day or maybe 2 or even a week for recruitment
process. And the employers will have a confusion or problem to recruit a right candidates
that are really potential and qualified enough for that position.
For example , in Malaysia when there are the vacancies in government workplace that is
limited, there will be only a little vacancy for certain position but the candidates usually
within 800-1000 candidates that will come for recruiting process. Among the whole
candidates that come, there will be several test (computer test) that they have to take and
passed the exam prepared as well as the interview. The chance of high risk to chose the
right or wrong candidates is high . Every interviewer will change for each session and
may have their own opinion for each candidates that they interviewing . And to make
decision to recruit and selection for only one candidates that are really potential for that
position is hard to choose after the long day session. Furthermore,the behavior of the
candidates during the recruit process may be different when she is in the real workplace .
The employer may make the wrong decision as well as the wrong candidates that be
chosen.

Training Challenges in Malaysia :

Recruitment is just the first step in the process; once the right person is in place,
businesses need to provide adequate training so the new employee can do the work and
start producing for the company. Training turns out to be one of the costliest investments
a company can make nowadays.
Firstly, lets briefly define what is training. Training can be define as a planned effort to
facilitate the learning of job related knowledge,skills,and behavior by employees.
1.Employees low motivation in participating in training
Generally, most worker felt that executive and middle level managers were motivated to
attend training programs. Front line employees were found that to be lacking in
motivation when it comes to attending training programs.This is because most front line
jobs require the job holder to have own a specialized skills .
For a example, mostly a hotel industry in Malaysia , they consist of waiter, housekeeping
attendant, receptionist,bartender and front office assistant.Furthermore, training is a
chance to improve their skills which can open opportunities to promotions and salary up.
Employees would have been in indoctrinated in a manner that they believe training is a
form of punishment.This is the behavior that the employer face as a challenge in training
process of their employees.This is because an employee who attends half-day training ,
for example, needs to come back and complete his or her work before leaving for home.
Its kind like they tend to believe it does not gave them a benefit but more pressure and
work.
2.Does not have enough qualified internal trainers
Because of the external trainers demand a high payment and cost a lot , mostly , the
company in Malaysia , especially the Hotel industry tend to use internal trainers because
they are the workers of the company . For example , most of the experienced trainers are
the line managers but due to their tight work schedule so they are rarely available of the
time to train the employees. As stated above the external trainers are many to come by but
they come with a high price and that is often major matter concern of the top

management . Moreover , external trainers for soft skills may not be familiar with the
hospitality industry and they may not be relevant and qualified. The other factor is
because the management have lack of budget for expenses on external trainers . Some
study review that creating developing a pool of internal trainers is one of the key
performance indicator.
3.Training part-time employees
In Malaysia , most of the hotel industry is heavily rely and dependent on part time
employees . As we know that part-time employees , by nature of their title do not stay
long in a given company. They contribute to the high turn over of a staff too. So , its a
common sense question by most managers, whether they should train their part-time
employees or not.Furthermore,training cost money even though if we consider it as an
investment. For example , mostly in the hotel industry, hotel manager they have to be
prepared to invest in a contingent workforce.Study shown that they have no choice
especially when the training concerned is inexpensive or when the employee is a front
line staff who interacts directly with the guests .
4.The challenge to retaining employees who are trained
Most managers acknowledged that retaining trained employees has always been a tricky
issue more than a thorny one. How can one balance the need to train employees and
ensuring that they dont leave when their net present value increase in the employment
market?
Basically the experienced and trained employees tend to turn over to other company
when the found job that offer a high salary and can be said as satisfy their demands and
needs. For example, the hotel industry , when the housekeeping attendant feel bored with
their current job they will eventually leave their job to find another job that can pay/offer
more to them since they have been received training from older hotel . Thats makes them
valuable and advantages when looking for another job.
5.Difficult to evaluate the training program
Usually managers in hotel industry in Malaysia , most of them stated that they have lack
of accountability for their investment in to employee training and development because it
is difficult to balance between it. Some study show that training evaluations are easier
said than done. Accountants, revenue managers, and chief financial officers can track
money, time,product but the challenge to evaluate the effectiveness of training program is
subjective to a great degree. Such as we cant know how far the training program is work
and which trainees benefited the most or least from the program. We cant measure the
correct level of the effectiveness unless they contribute towards the company.

Handout

1.

The Recruiting Challenges In

Malaysia

The cost of recruiting an

employee

2.

Finding the right candidates (the number

of people who apply for the vacancies)

The Training Challenges In

Malaysia

Employees low motivation in participating in training

Does not have enough qualified internal trainers

Training part-time employees

The challenge to retaining trained employees
Difficult to evaluate the training program